H-1B Visa Senior Compensation Manager Jobs
Senior Compensation Manager roles qualify as H-1B visa specialty occupations under the DOL's compensation management SOC classification, requiring at least a bachelor's degree in human resources, finance, or a related field. Employers filing H-1B petitions for this role must certify a prevailing wage through a Labor Condition Application before USCIS can approve your petition.
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Get Access To All JobsINTRODUCTION
We believe that the way people interact with their finances will drastically improve in the next few years. We’re dedicated to empowering this transformation by building the tools and experiences that thousands of developers use to create their own products. Plaid powers the tools millions of people rely on to live a healthier financial life. We work with thousands of companies like Venmo, SoFi, several of the Fortune 500, and many of the largest banks to make it easy for people to connect their financial accounts to the apps and services they want to use. Plaid’s network covers 12,000 financial institutions across the US, Canada, UK and Europe. Founded in 2013, the company is headquartered in San Francisco with offices in New York, Seattle, Washington D.C., Raleigh, London, and Amsterdam.
The Compensation team designs, manages, and evolves Plaid’s compensation strategy to attract, retain, and motivate world-class talent. We make sure compensation is fair inside the company and competitive in the market. We work on programs that connect directly to Plaid’s business goals and employee experience — using data and insight to make equitable, well-informed decisions. Our work spans cash and equity program design, annual and mid-year review cycles, benchmarking, and exec comp support. In this role, you will own compensation support for specific client groups and take the lead on cycle operations and comp tooling across the team. You’ll work alongside a sharp team and closely with Plaid’s Head of Total Rewards. You’ll have clear ownership of your domain from day one, with real exposure to equity program mechanics, exec comp, and board-level deliverables.
Responsibilities
- Own comp support for specific client groups — offers, promos, manager/HRBP questions — with a high bar for speed and accuracy
- Lead configuration and rollout of annual and mid-year compensation cycles in Workday and comp tooling
- Manage and maintain Plaid’s comp systems: Compa, Pave, and external survey tools (Compensia, Radford)
- Run benchmarking analysis — job matching, market data pulls, competitive pay positioning
- Maintain compensation band and zone data; ensure ranges stay current and accurate
- Build and maintain complex models in support of program design and leadership decisions
- Partner closely with other team members on high-priority workstreams and peak-season capacity
QUALIFICATIONS
- 5–8+ years of experience in compensation or total rewards
- Hands-on experience owning or co-owning a compensation cycle (YE or mid-year)
- Benchmarking experience: job matching, survey submissions, competitive analysis
- Strong analytical skills — you build and own complex models, not just populate templates
- RSU/equity experience — you understand how equity comp works and can explain it clearly
- Systems fluency — comfortable in at least one comp tool (Workday, Compa, Pave, or equivalent)
- Nice to have: private/pre-IPO experience, EPD client support, Plaid tech stack familiarity
Our mission at Plaid is to unlock financial freedom for everyone. To support that mission, we seek to build a diverse team of driven individuals who care deeply about making the financial ecosystem more equitable. We recognize that strong qualifications can come from both prior work experiences and lived experiences. We encourage you to apply to a role even if your experience doesn't fully match the job description. We are always looking for team members that will bring something unique to Plaid!
Plaid is proud to be an equal opportunity employer and values diversity at our company. We do not discriminate based on race, color, national origin, ethnicity, religion or religious belief, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, military or veteran status, disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local laws. Plaid is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance with your application or interviews due to a disability, please let us know at accommodations@plaid.com. Please review our Candidate Privacy Notice here.
Additional compensation in the form(s) of equity and/or commission are dependent on the position offered. Plaid provides a comprehensive benefit plan, including medical, dental, vision, and 401(k). Pay is based on factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience and skillset, and location. Pay and benefits are subject to change at any time, consistent with the terms of any applicable compensation or benefit plans.
COMPENSATION RANGE
- Compensation Range: $122,880 - $192,000
INTRODUCTION
We believe that the way people interact with their finances will drastically improve in the next few years. We’re dedicated to empowering this transformation by building the tools and experiences that thousands of developers use to create their own products. Plaid powers the tools millions of people rely on to live a healthier financial life. We work with thousands of companies like Venmo, SoFi, several of the Fortune 500, and many of the largest banks to make it easy for people to connect their financial accounts to the apps and services they want to use. Plaid’s network covers 12,000 financial institutions across the US, Canada, UK and Europe. Founded in 2013, the company is headquartered in San Francisco with offices in New York, Seattle, Washington D.C., Raleigh, London, and Amsterdam.
The Compensation team designs, manages, and evolves Plaid’s compensation strategy to attract, retain, and motivate world-class talent. We make sure compensation is fair inside the company and competitive in the market. We work on programs that connect directly to Plaid’s business goals and employee experience — using data and insight to make equitable, well-informed decisions. Our work spans cash and equity program design, annual and mid-year review cycles, benchmarking, and exec comp support. In this role, you will own compensation support for specific client groups and take the lead on cycle operations and comp tooling across the team. You’ll work alongside a sharp team and closely with Plaid’s Head of Total Rewards. You’ll have clear ownership of your domain from day one, with real exposure to equity program mechanics, exec comp, and board-level deliverables.
Responsibilities
- Own comp support for specific client groups — offers, promos, manager/HRBP questions — with a high bar for speed and accuracy
- Lead configuration and rollout of annual and mid-year compensation cycles in Workday and comp tooling
- Manage and maintain Plaid’s comp systems: Compa, Pave, and external survey tools (Compensia, Radford)
- Run benchmarking analysis — job matching, market data pulls, competitive pay positioning
- Maintain compensation band and zone data; ensure ranges stay current and accurate
- Build and maintain complex models in support of program design and leadership decisions
- Partner closely with other team members on high-priority workstreams and peak-season capacity
QUALIFICATIONS
- 5–8+ years of experience in compensation or total rewards
- Hands-on experience owning or co-owning a compensation cycle (YE or mid-year)
- Benchmarking experience: job matching, survey submissions, competitive analysis
- Strong analytical skills — you build and own complex models, not just populate templates
- RSU/equity experience — you understand how equity comp works and can explain it clearly
- Systems fluency — comfortable in at least one comp tool (Workday, Compa, Pave, or equivalent)
- Nice to have: private/pre-IPO experience, EPD client support, Plaid tech stack familiarity
Our mission at Plaid is to unlock financial freedom for everyone. To support that mission, we seek to build a diverse team of driven individuals who care deeply about making the financial ecosystem more equitable. We recognize that strong qualifications can come from both prior work experiences and lived experiences. We encourage you to apply to a role even if your experience doesn't fully match the job description. We are always looking for team members that will bring something unique to Plaid!
Plaid is proud to be an equal opportunity employer and values diversity at our company. We do not discriminate based on race, color, national origin, ethnicity, religion or religious belief, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, military or veteran status, disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local laws. Plaid is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance with your application or interviews due to a disability, please let us know at accommodations@plaid.com. Please review our Candidate Privacy Notice here.
Additional compensation in the form(s) of equity and/or commission are dependent on the position offered. Plaid provides a comprehensive benefit plan, including medical, dental, vision, and 401(k). Pay is based on factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience and skillset, and location. Pay and benefits are subject to change at any time, consistent with the terms of any applicable compensation or benefit plans.
COMPENSATION RANGE
- Compensation Range: $122,880 - $192,000
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Senior Compensation Manager
Verify your degree field matches
Compensation management sits at the intersection of HR and finance, so a degree in a loosely related field like general business can trigger an RFE. Pull the O*NET profile for your SOC code and confirm your transcript aligns with the stated educational requirements before applying.
Target employers with dedicated total rewards teams
Companies large enough to run a standalone compensation function are far more likely to sponsor than those where the role doubles as generalist HR. Search Migrate Mate's H-1B employer data to find companies that have filed for this specific occupation code.
Understand how prevailing wage affects your offer
Your employer must certify your salary meets the DOL wage level for your metro area before filing your LCA. Run the OFLC Wage Search yourself using the correct SOC code so you can negotiate from an informed position and spot underbid offers early.
Request premium processing before your start date
Standard H-1B processing can run several months, which creates onboarding delays for roles requiring immediate access to payroll systems and equity data. Ask your employer to file USCIS Form I-907 for premium processing so adjudication completes within 15 business days.
Document your international compensation work explicitly
If you've managed global pay structures, equity plans, or cross-border benchmarking, include those specifics in your support letter. USCIS looks for evidence that the role requires specialized expertise, and international scope strengthens the specialty occupation argument for this position.
Clarify E-Verify enrollment before accepting an offer
H-1B employment is only lawful at the specific employer and worksite listed on your approved petition. Confirm your prospective employer is enrolled in E-Verify and that the worksite on the LCA matches where you'll actually work, especially in hybrid or multi-location arrangements.
H-1B Visa Senior Compensation Manager: Frequently Asked Questions
Does a Senior Compensation Manager role qualify as an H-1B specialty occupation?
Yes. Compensation management is classified under a specific SOC code that DOL and USCIS recognize as requiring at least a bachelor's degree in a directly related field such as human resources, finance, or business administration. The employer must demonstrate the position routinely requires that degree level, not just that it's preferred. Roles with generic degree requirements or where any bachelor's qualifies can face RFEs.
Which employers commonly sponsor H-1B visas for compensation roles?
Large employers with dedicated total rewards or compensation functions, including major technology companies, financial institutions, healthcare systems, and multinational corporations, are the most consistent H-1B sponsors for this title. You can search employers by their H-1B filing history for compensation-specific roles on Migrate Mate, which filters results by occupation code and employer rather than relying on self-reported sponsorship willingness.
How does the H-1B prevailing wage requirement apply to Senior Compensation Managers?
Before filing the LCA, your employer must certify your salary meets or exceeds the DOL prevailing wage for the Senior Compensation Manager SOC code in your specific metro area. Wage levels run from Level I through Level IV, and a senior title typically maps to Level III or IV. You can verify the applicable wage yourself using the OFLC Wage Search before you receive a written offer.
Can a Senior Compensation Manager change employers while on H-1B?
Yes, through H-1B portability under AC21. If your new employer files a new H-1B petition before your current authorized stay expires and you've been lawfully employed for at least 180 days, you can start the new role as soon as the petition is received by USCIS. The new employer must file a fresh LCA and I-129 covering the compensation manager position at their specific worksite.
Does remote or hybrid work affect an H-1B petition for this role?
Yes. The LCA must list every worksite where you'll perform work, including your home address if you work remotely. For Senior Compensation Managers who travel to multiple offices or work a hybrid schedule across different metro areas, the employer may need to post LCA notices at each location and certify prevailing wages for each area. Failing to list a worksite can create compliance issues during a DOL audit.